I ran a poll on Instagram recently: Nearly 50% of respondents said they’re ready for a promotion. And about half of that group believes they deserve one.
If that’s you, here’s the truth: You don’t get what you don’t ask for.
But asking isn’t about sending a Slack message or casually mentioning it in a review. It’s about positioning yourself in front of the people who actually make the decision.
That’s where the skip-level conversation comes in.
Step 1: Get in the room
Schedule a 1:1 with a key decision-maker. Assume your manager already knows you want to grow.
But your skip-level manager, who is the person with real influence over promotions, likely does not.
Your job is to make your impact visible at the level where decisions are made.
Step 2: Control the narrative
When you get that meeting, don’t ramble. Don’t “hope it goes well.”
Use this framework:
1. Anchor on a high-impact project
Briefly set the context: what was the problem or opportunity?
2. Highlight your actions and outcomes
Focus on what you drove and how it impacted the business (revenue, efficiency, risk, growth, cost savings etc.).
3. Signal readiness clearly
Don’t hint. Don’t soften it.
Say: “I’m ready to take on more responsibility and operate at a more senior level.”
4. Ask for sponsorship and their perspective
Ask directly:
“What would it take for me to step into X role?”
“Would you be open to supporting me as I work toward this?”
Here’s an example of a Finance Director who is gunning for a Senior Director role:
Now here are the actions most people skip. They muster up the boldness to have the conversation, and stop there. They miss these important steps:
Step 3: Execute on the advice, and do it visibly
Take what you were told and act on it in a way that can be seen. Remember, promotions don’t go to the most capable person.
They go to the most visible and trusted operator at the next level.
Step 4: Follow up and create accountability
If they offered support, treat that like a commitment.
Follow up. Ask to stay connected by proposing a cadence to meet (quarterly works well). Then at each conversation, come back with proof:
Measurable wins (track this)
Expanded scope
Clear progress against their advice
Final thought
A promotion isn’t a reward for hard work. It’s a decision made by senior leaders based on confidence, visibility, and perceived readiness.
The skip-level conversation is how you build all three.
If you’re trying to position yourself for a promotion this year and want help structuring your narrative and strategy, you can book a 1:1 Career Strategy Session with me.
With intention,
Oyin Bayode
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PS: If this resonated, forward it to someone who’s working hard but not seeing it translate.
Bonus Resource
Attending a networking event soon and unsure what to say?
The Networking Playbook includes:
Scripts for real-life conversations
Follow-up messages that actually get responses
Common mistakes to avoid
Access it here: A High-Performer’s Networking Playbook